Conflict is something we can’t avoid. Put simply, it's about different ideas; one person's idea conflicting with another person's idea. But having these differences in the workplace isn’t necessarily a bad thing. It initiates open discussions and important questions being asked, and encourages innovative thinking and problem solving.

Conflict becomes a problem when ignored or handled ineffectively, which has a negative impact on engagement and performance.

Conflict management strategies

Step one

The first step in resolving conflict is to recognise that it exists. Our Personal Profile Analysis (PPA) gives you an accurate insight into how people behave at work, and identifies any current frustrations, problems or pressures that they’re experiencing in the workplace.

Using this information, you can determine where there is workplace conflict and manage it effectively to ensure that it’s a positive force within the team.

Step two

This brings us to the second step in resolving conflict; understanding the causes and learning how to manage conflict effectively.

The Thomas PPA is an extensive report that, in addition to the above information, details a person’s preferred communication style and how they behave under pressure, as well as other valuable information that will inform how they should be managed in a situation of conflict.

Our Trait Emotional Intelligence Questionnaire (TEIQue) can be used to further develop your understanding of your employees. This emotional intelligence assessment tells you how well your people understand and manage their emotions, how well they interpret and deal with the emotions of others and how they use this knowledge to manage relationships.

Having these insights enables you to develop successful solutions to your conflict management problems. Consequently, turning the previously awkward and unappealing task of tackling workplace conflict into an opportunity for progression.